Leading During UX Researcher Layoffs: A Guide for Compassionate Leadership

Philip Burgess
Aug 17
2 min read

Updated: Oct 26

By Philip Burgess - UX Research Leader

Layoffs are among the most difficult challenges any leader will face—especially in a field like UX research, where trust, empathy, and human connection are the cornerstones of the discipline. When researchers are impacted, leaders must balance organizational realities with care for their people. Leading well during these moments can define your leadership legacy.

1. Acknowledge the Human Impact

Behind every role is a person with a story, aspirations, and responsibilities. Leaders must go beyond corporate messaging and acknowledge the very real emotions involved—fear, grief, uncertainty, and even anger.

Be transparent about what you know and what you don’t.
Avoid jargon. Speak plainly and empathetically.
Validate emotions: sometimes saying “I know this is incredibly hard” matters more than polished explanations.

2. Provide Clarity Amid Uncertainty

In times of layoffs, ambiguity fuels anxiety. Even if all the answers aren’t available, share as much clarity as possible:

Who is impacted and when?
What resources are available for those leaving (severance, benefits, job placement support)?
What does this mean for the future of the team and the work?

Being clear—even with limited information—prevents speculation and mistrust.

3. Support Those Who Are Leaving

Leaders play a critical role in easing the transition for impacted researchers:

Write personalized references or LinkedIn recommendations.
Tap into your network to help them find their next opportunity.
Recognize their contributions publicly, celebrating the impact they’ve made.

This reinforces dignity and leaves the door open for future collaboration.

4. Care for the “Survivors”

Layoffs often create survivor’s guilt and fear among those who remain. They wonder: Why me? Am I next? Addressing this directly is vital:

Hold open forums or team meetings where concerns can be voiced.
Reassure them about their value and role in the organization.
Rebuild morale by reinforcing purpose and the future vision of UX research within the company.

5. Reframe and Rebuild

After layoffs, the workload often shifts dramatically. Leaders must help reframe priorities and create a sustainable path forward:

Focus the team on high-impact, high-visibility projects.
Re-establish operating norms to match new capacities.
Encourage team members to set boundaries and avoid burnout.

A “less is more” mindset ensures the team can still deliver excellence without overextension.

6. Lead with Humanity First

Ultimately, leading during layoffs is about putting people before process. UX leaders are uniquely positioned to model empathy, clarity, and respect. While you may not be able to change the outcome, how you lead through it will define trust in your leadership long after the crisis passes.

Final Thought

Layoffs are never easy, but they are defining leadership moments. By acknowledging the human impact, supporting both those who leave and those who stay, and resetting priorities with transparency, UX research leaders can ensure their teams not only endure—but also emerge stronger and more resilient.

Philip Burgess | philipburgess.net | phil@philipburgess.net